Top 10 Leadership and Organizational Culture Thought Leader

Organizational Development and Change Management for
Organizational Culture Change

Cultivating a Vision Centered Culture

Cultivating a Vision Centered Organizational Culture

Employee Engagement is the BUZZ word these days, there are hundreds of surveys and processes to let you know What is Going On in Your Organization… are Your Employees Engaged? The fact is that Employee Engagement is directly related to Vision Alignment. Do your employees believe in what your company stands for, in what you are trying to achieve?

If there is a gap, it could be costing you hundreds or even thousands of man hours per month. Not because your employees are incompetent, but because if they are not aligned or engaged, much of their motivation and focus may be diverted to non productive actions. This leads to higher wastage, higher turnover and lower personal effectiveness.

The solution lies in combining genetic psychology, group dynamics and self awareness to form a strategy that associates personal goals and a “Greater Purpose” with the organizations vision.

Applying the DC Revolution Organizational Change process, the methodology for change is tied to this greater purpose through a common language and a unified identity to create almost instant visible results in people’s attitudes and their alignment with what the organization represents.

The complete organizational change process is outlined in Arthur F Carmazzi’s book: “Lessons from the Monkey King” and can be implemented into an organization within 15 days to start seeing very clear organizational change.

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Employee Engagement is the BUZZ word these days, there are hundreds of surveys and processes to let you know What is Going On in Your Organization… are Your Employees Engaged? The fact is that Employee Engagement is directly related to Vision Alignment. Do your employees believe in what your company stands for, in what you are trying to achieve?.

Cultivating a Vision Centered Organizational Culture

Employee Engagement is the BUZZ word these days, there are hundreds of surveys and processes to let you know What is Going On in Your Organization… are Your Employees Engaged? The fact is that Employee Engagement is directly related to Vision Alignment. Do your employees believe in what your company stands for, in what you are trying to achieve?

If there is a gap, it could be costing you hundreds or even thousands of man hours per month. Not because your employees are incompetent, but because if they are not aligned or engaged, much of their motivation and focus may be diverted to non productive actions. This leads to higher wastage, higher turnover and lower personal effectiveness.

The solution lies in combining genetic psychology, group dynamics and self awareness to form a strategy that associates personal goals and a “Greater Purpose” with the organizations vision.

Applying the DC Revolution Organizational Change process, the methodology for change is tied to this greater purpose through a common language and a unified identity to create almost instant visible results in people’s attitudes and their alignment with what the organization represents.

The complete organizational change process is outlined in Arthur F Carmazzi’s book: “Lessons from the Monkey King” and can be implemented into an organization within 15 days to start seeing very clear organizational change.

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Leadership Development for High Potentials

Leadership Development for High Potentials for Future Corporate Culture

Your future leaders are the foundations of your future success. If they are not aligned, if they are not aware the impact of their influence, they may have negative effects on culture and organizational effectiveness. Leadership teams need to understand each other and complement each other’s prospective to manifest great achievements.

Every organizational development process relies on communication and the unified direction of its leadership, but if often leaves out organizational culture. Set the culture and you set the base for solving 50% of your people, service, leadership, communication, wastage and even sales management problems.

If your future leaders are nurtured from the start. Not only will they become better leaders. Not only will they be able to understand each other and use each other’s strengths for a greater strategic advantage. Not only will they know themselves and how they affect those around them… But they will be the sculptures of your organizational culture and able to implement the organizational change required to create a highly focused organization with the psychology and motivation of your people doing what they need to do, not because it is their job, but because they gain personal gratification through their actions and making a difference.

Applying the DC Revolution process to cultivate the best in your High Potentials, helps them to develop, together with your people, a greater purpose through a common language and a unified identity to create almost instant visible results in people’s attitudes and your organizational culture.

Close

Your future leaders are the foundations of your future success. If they are not aligned, if they are not aware the impact of their influence, they may have negative effects on culture and organizational effectiveness. Leadership teams need to understand each other and complement each other’s prospective to manifest great achievements.

Leadership Development for High Potentials for Future Corporate Culture

Your future leaders are the foundations of your future success. If they are not aligned, if they are not aware the impact of their influence, they may have negative effects on culture and organizational effectiveness. Leadership teams need to understand each other and complement each other’s prospective to manifest great achievements.

Every organizational development process relies on communication and the unified direction of its leadership, but if often leaves out organizational culture. Set the culture and you set the base for solving 50% of your people, service, leadership, communication, wastage and even sales management problems.

If your future leaders are nurtured from the start. Not only will they become better leaders. Not only will they be able to understand each other and use each other’s strengths for a greater strategic advantage. Not only will they know themselves and how they affect those around them… But they will be the sculptures of your organizational culture and able to implement the organizational change required to create a highly focused organization with the psychology and motivation of your people doing what they need to do, not because it is their job, but because they gain personal gratification through their actions and making a difference.

Applying the DC Revolution process to cultivate the best in your High Potentials, helps them to develop, together with your people, a greater purpose through a common language and a unified identity to create almost instant visible results in people’s attitudes and your organizational culture.

Close

Cultivate a Brand Centered Culture

Cultivate a Brand Centered Corporate Culture

Your organization’s brand is the essence of how the world sees your company. If your people do not LIVE your brand, your company is not congruent with what you promise your customers. The alignment of your brand and your organizational culture are essential for a competitive advantage. Creating a Brand Centered Organizational Culture can be achieved when your brand becomes more than just a product or service.

One of our clients manufactures composite pipes in Iran, they are the largest manufacture of this type in Iran and provide pipes for water, chemicals, oil and more. On the surface, this is NOT a romantic business… and yet, by the end of a program the 700 plus people working in this organization felt that their organization was providing a service to the environment and Iranian villages to get potable drinking water for their families. They also felt they were helping the nation help people around the globe to live modern lives. It became a greater purpose for everyone in the organization, their perception of their jobs changed after going through the DC psychological Organizational Change process that gave them a Greater Purpose.

They came to greater realizations on quality and speed because they were no longer making pipes, they were an important part of preserving the environment and helping people around the world, and quality was essential to keep the trust and be a part of global and national contribution – they were humanitarians making a difference, not employees making pipes.

The process was perpetuated with the DC methodology for change when it was tied to this greater purpose through a common language and a unified identity. They created an almost instant visible result in people’s attitudes and their alignment with the organizations brand. The complete organizational change process is outlined in Arthur F Carmazzi’s book: “Lessons from the Monkey King” and can be implemented into an organization within 15 days to start seeing very clear organizational change.

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Your organization’s brand is the essence of how the world sees your company. If your people do not LIVE your brand, your company is not congruent with what you promise your customers. The alignment of your brand and your organizational culture are essential for a competitive advantage.

Cultivate a Brand Centered Corporate Culture

Your organization’s brand is the essence of how the world sees your company. If your people do not LIVE your brand, your company is not congruent with what you promise your customers. The alignment of your brand and your organizational culture are essential for a competitive advantage. Creating a Brand Centered Organizational Culture can be achieved when your brand becomes more than just a product or service.

One of our clients manufactures composite pipes in Iran, they are the largest manufacture of this type in Iran and provide pipes for water, chemicals, oil and more. On the surface, this is NOT a romantic business… and yet, by the end of a program the 700 plus people working in this organization felt that their organization was providing a service to the environment and Iranian villages to get potable drinking water for their families. They also felt they were helping the nation help people around the globe to live modern lives. It became a greater purpose for everyone in the organization, their perception of their jobs changed after going through the DC psychological Organizational Change process that gave them a Greater Purpose.

They came to greater realizations on quality and speed because they were no longer making pipes, they were an important part of preserving the environment and helping people around the world, and quality was essential to keep the trust and be a part of global and national contribution – they were humanitarians making a difference, not employees making pipes.

The process was perpetuated with the DC methodology for change when it was tied to this greater purpose through a common language and a unified identity. They created an almost instant visible result in people’s attitudes and their alignment with the organizations brand. The complete organizational change process is outlined in Arthur F Carmazzi’s book: “Lessons from the Monkey King” and can be implemented into an organization within 15 days to start seeing very clear organizational change.

Close

Making an Effective Innovation Culture

Making an Effective Innovation Culture

If you are in a fast paced business environment where your competition is coming out with new products or services almost as fast as you develop them, then you need an Effective Innovation Culture, one which will give you the speed advantage to outrun, outperform and outlast your competition. An organizational culture where your people will make fast accurate decisions to make things happen at the speed of success.

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If you are in a fast paced business environment where your competition is coming out with new products or services almost as fast as you develop them, then you need an Effective Innovation Culture, one which will give you the speed advantage to outrun, outperform and outlast your competition. An organizational culture where your people will make fast accurate decisions to make things happen at the speed of success.

Making an Effective Innovation Culture

If you are in a fast paced business environment where your competition is coming out with new products or services almost as fast as you develop them, then you need an Effective Innovation Culture, one which will give you the speed advantage to outrun, outperform and outlast your competition. An organizational culture where your people will make fast accurate decisions to make things happen at the speed of success.

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HR managers and Leaders often talk about “Mindset Change”. While adjustments in perception take place on a regular basis within individuals, and some types of Experiential Training can Direct and accelerate the process, “Mindset Change” is seldom a reality that lasts.

Why?

Because we are a product of the environments (groups and teams) we interact in. The same individual acts and reacts differently in different environments – i.e. work, friends, family. Each environment can bring out the best or the worst in the individual and the individual equally affects the actions and reactions of the others in the group. Our job as leaders and developers of people and organizations is to create environments that promote behaviors that cultivate happy and effective workforce’s.

Now, using Directive Communication Psychology in a Systematic Change Process using Change Leadership and Change Agent Leadership, Your organization can cultivate highly effective, cooperative groups that bring out the best in each other. With the DC Organizational Development “Change Management” Process, Environments can be customized for you organization with emphasis on what is most important to your success.

Some DC Cultivated attributes may include:

Superior Organizational Leadership Environment

Brand Aligned Environment

Cultivation of in-house Change Agent Leaders

Operational Innovation Environment

Productivity Environment

Customer Centered Environment

The Directive Communication Creative Synergy Program is a six step Organisational Development process that takes place over 80 days and Guarantees Results. To see if your organization qualifies for our KPI Guarantee, contact us

Arthur Carmazzi

Ranked as one of the Global Top 10 most influential Leadership Gurus by Gurus International, Arthur F. Carmazzi has 21 years experience specializing in psychological approaches to leadership and corporate culture transformation.